Roles and Responsibilities of HR

 Recruitment and Selection

Human resource managers plays an important role in meeting workforce requirements. A Manager
supervises, be it a line Manager or HR manager. But, HR manager plays a role of recruiting and
selecting which no other department does. It all starts form identifying organization’s needs and
requirements followed by attracting a huge pool of qualified candidates via various means. Then
finally recruiting the most desirable ones from the lot. All this is vital work as hiring will be considered
ineffective if the employee doesn’t meet the desired performance level. It is a big loss in monetary
terms, time and energy.

Recruitment is, therefore, among the main functions of HRD, which requires careful planning from
begin to finish. Most organizations, for smooth functioning of the HR functions, hire various
outsourcing agencies and uses various software as technology advances.

 Training And Development

Training and development is among the key HR functions. Most organization look at training and
development most critical part of HRD. As competition among rival organizations increases, every
organization is paying immense heed on training and development of their employees so they can
perform better and more effectively. Many organizations have mandated training hours each year for
employees.

Technically training involves change in attitude, skills, and a combination of these and some other
factors for an overall change in the behavior. It is a planned activity conducted after having a thorough
assessment, analysis and target at certain competencies. While developing a training and
development program, it is be noted that the both parties (the employer and the employee) should
benefit out of it. Typically organizations prepare their training calendars at the start of the financial
year where training needs are identified for the employees. This need identification called as ‘training
need analysis ‘is really the main performance appraisal process. After need analysis the amount of
training hours, combined with training intervention are decided and exactly the same is spread
strategically over the following year.

A lot of time training is confused with development, both will vary using respects yet the different
parts of exactly the same system. Development implies opportunities created to simply help
employees to grow. The major difference between training and development is that while training
focuses often on the present employee needs or competency gaps, development concerns itself with
preparing people for future assignments and responsibilities.

 Compensation

Compensation packages with good pay and advantages can help attract and retain the best
employees. A company's compensation scheme also informs a great deal about the firm's values and
cultures. Employees often look at what a company pays rather than what it says. In many aspects,
people behave as they are rewarded. A compensation scheme projects what the company expects of
its employees.

Human Resource plays a critical role in deciding the compensation of its employees.
 Performance Evaluation

An efficient evaluation system is an important tool for any businesses. An annual performance
review places all employees on the same level and allows the managers of the company to see which
employees are creating probably the most value for the company. Human resources plays a
significant role in performance evaluations by ensuring that the method is fair, accurate and
managed appropriately. Human resource personnel are in control of ensuring that performance
reviews are executed in a non-discriminatory fashion. This can be achieved by calculating the
percentage of employees that receive top rankings by gender, age and any applicable criteria. In a
reasonable work place, the percentage of top-ranking employees will undoubtedly be relatively
equal across demographic groups. Human resources conducts performance system training for every
single manager in the company. This ensures that all manager is utilizing the system in the exact
same way and is rating each employee on the basis of the same standards.

Poor performance reviews can result in tense employee-manager relationships. Human resources
serves as a manager and mediator of any troubled relationships by setup regular meetings with the
manager and employee and various other methods.

 Labor Relations

Labor Relations is study regarding how employers and employees interact which aids in maintaining
a healthy, competitive fair atmosphere at a workplace.

Although the worker relations specialist is liable for investigating and resolving workplace issues, the
HR manager has ultimate responsibility for preserving the employer-employee relationship through
effective employee relations strategies. A powerful employee relations strategy contains specific
steps for ensuring the actual well-being of employees. HR managers of any companies conduct
workplace investigations and resolve employee complaints.

Roles and responsibilities of line manager

 Recruitment and Selection

Line managers operate their sections..They assign errands, manage work stream, monitor the grade
of work, handle operative problems etc. While HR managers are.organizing overall.business strategy,
and middle managers are establishing budgets and planning how to.transport out corporate strategy,
the line manager is managing the folks who perform the task that creates their products and services.

As a line manager,.it's their.responsibility to recruit the proper person for the job. By understanding
the role and .responsibilities in the recruitment and selection process, line managers are able to
reduce and .typically eliminate the intention of poor employing decisions. This is wonderful for
effectiveness as a manager, best for the team and organisation and best.for those who are hired.
Getting it correct matters because poor.staffing costs time, money .and effort – for them personally
and all involved. The expense may be direct or indirect Mutual, they are capable to total up to 2.5
times the salary of the role. A.robust, well-considered recruitment process ensures that you're better
able to choose the most effective person for a role.

Poor hiring decisions impact.negatively on an organisation. These decisions may cost organisations
both.in a monetary and yield sense and also can badly influence an organisation's drive and
culture.Line managers are ultimately in charge of implementing.and managing the recruitment and
selection process and the last hiring decision..By following best practice recruitment and selection
processes they are able.to dramatically reduce or get rid of the likelihood of an undesirable hiring
decision.

 Training and Development

The potential features of line manager involvement in learning and development has for ages
been.recognised.

So how should a line manager be engaged inside their staff's management training and
development,here are some points

1. The initial part of involvement is for the line manager to motivate their employees so that
they get a sense of good competition among their colleagues.

2. In agreeing personal development plans line managers must focus on removing the weakness
of sub-ordinate rather than pointing out.

3. Line managers must.also undertake more of a leadership and act as an idol to their juniors.

4. Finally, the practices of line managers should be as such so that the sub-ordinates can take a
example from them.

 Performance Evaluation

While performance evaluation processes might be created by HR professionals, they're implemented

by line managers. Employee performance and behaviors are.assessed and rated by direct line
managers. Feedback is provided in a one-to-one meeting involving the employee and line manager.
For response to work, it must.certainly be told in a polite and comprehensible manner. If line
managers appear unbiased and approach the appraisal as a tick box exercise, the appraisal process
will miss credibility.

Line Managers play a vital.role in delivering performance. Managers have to manage to consistently
deliver performance and results and get the perfect performance from the teams and individuals they
manage.

 Compensation

While compensation processes.may be designed by HR professionals, they are implemented by line

managers..Employee.performance and behaviors are assessed and rated by direct line
managers..Feedback is provided in a one-to-one meeting between the employee and.line manager.
For feedback to be effective, it must be conveyed in a sincere and.understandable manner. If line
managers appear disinterested and.approach the appraisal as a formality, the appraisal process will
lose Co-ordination.

Salary decisions, incentive.payment and member benefits and services are included here to find out
the glassy.of responsibility of line managers in employee compensation related matters. Overall, the
line managers.have not much part to play in this vibrant function of HRM as.the.mean score of all
three items together indicates the minimum accountability of.line.managers on compensation issues.
More than one-fourth.of the line managers.have no part to play with respect to salary matters of their
employees.
  Labour relations

Interactions between line managers and subordinate employees are fundamental to the employment
relationship and, therefore, to industrial relations as a subject of both study and practice. Human
resource management literature has centered on the responsibilities line managers have as
implementers of employment policy and practice, like in working with grievance and disciplinary
matters, communication and involvement, the application form of discrimination policies, and the
management of pay.An organisation which realises the significance of strong line management is
definitely an organisation that may flourish and grow .Line managers sit in the centre of the
partnership involving the employer and the employee and if this really is flawed then it could result in
serious problems

The approach line managers decide to try supervising their workers is probably the most critical
aspect in employee engagement. Line managers create the organizational culture for his or her
teams. If managers concentrate on their workers'strengths and encourage open communication,
they're prone to engage and encourage their employees. Line managers who ponder on the bad
parts of employee performance, interfere their workers or seek only to improve their very own
position will generate disengaged and disgruntled employees. HR specialists measure employee
commitment through surveys, but engagement is made or dowsed by line managers. Providing line
managers with the ability to manage staff effectively, fairly and reliable with the organisation's goals
and purposes may benefit everybody from the employee to upper management